How to respond politely when dismissed?

To do one thing, we need to consider three issues, one is the purpose, the other is the method and the third is the implementation. Dismissal of employees is the purpose, so the method is euphemistic notice. Under normal circumstances, the personnel department of the unit needs to interview employees. But dismissing employees involves their own interests. In any case, euphemism ultimately means that employees need to be dismissed, which is meaningless. Therefore, it is not appropriate to inform in a euphemistic way.

The purpose should be to talk about how to get employees fired, minimize opinions on the company and avoid conflicts.

1. We need to know the reasons why employees are fired and analyze the advantages and disadvantages of employees.

2. Tell the employee why he was dismissed, and point out the problem directly to the employee as far as possible, so that the employee can know his own shortcomings.

3. List the legal basis. According to a certain provision of the Labor Contract Law, the unit can dismiss employees. According to the law, should the unit pay economic compensation to employees?

4. Sign the resignation agreement, settle the salary, and the unit will issue a certificate to terminate the labor relationship. You can negotiate with employees to change the certificate of termination of labor relations from dismissal to resignation through consultation. Avoid affecting employees in the future.

According to the Labor Contract Law

Article 39 The employing unit may terminate the labor contract under any of the following circumstances:

(a) during the probation period, it is proved that it does not meet the employment conditions;

(two) a serious violation of the rules and regulations of the employer;

(three) serious dereliction of duty, corruption, causing great damage to the employer;

(4) The laborer establishes labor relations with other employers at the same time, which has a serious impact on the completion of the work tasks of the unit, or the employer refuses to correct it;

(5) The labor contract is invalid due to the circumstances specified in Item 1 of Paragraph 1 of Article 26 of this Law;

(6) Being investigated for criminal responsibility according to law.

Article 46 Under any of the following circumstances, the employing unit shall pay economic compensation to the workers:

(1) The laborer terminates the labor contract in accordance with the provisions of Article 38 of this Law;

(2) The employing unit proposes to terminate the labor contract with the laborer in accordance with the provisions of Article 36 of this Law, and the labor contract is terminated through consultation with the laborer;

(3) The employer terminates the labor contract in accordance with the provisions of Article 40 of this Law;

(4) The employer terminates the labor contract in accordance with the provisions of the first paragraph of Article 41 of this Law;

(5) Terminating a fixed-term labor contract in accordance with the provisions of the first paragraph of Article 44 of this Law, except that the employer maintains or improves the conditions stipulated in the labor contract to renew the labor contract and the employee does not agree to renew it;

(6) The labor contract is terminated in accordance with the provisions of Item 4 and Item 5 of Article 44 of this Law;

(seven) other circumstances stipulated by laws and administrative regulations.

Forty-seventh economic compensation shall be paid according to the standard of one month's salary for each full year of work in the unit. For more than six months but less than one year, it shall be counted as one year; If it is less than six months, economic compensation of half a month's salary shall be paid to the workers.

If the monthly salary of a worker is three times higher than the average monthly salary of local workers announced by the people's government of the municipality directly under the central government or the city with districts where the employer is located, the standard for paying economic compensation to the worker is three times the average monthly salary of the worker, and the longest period for paying economic compensation to the worker shall not exceed 12 years.

The monthly salary mentioned in this article refers to the average salary of workers in the twelve months before the dissolution or termination of the labor contract.